Organizational Learning: An Action

The present paper is an effort to create a sense of understanding about the organizational learning is an action. As one can see organizational learning is based on applying knowledge for a purpose and learning from the process and from the outcome. Brown and Duguid (1991) describe organizational learning as "the bridge between working and innovating." This once again links learning to action, but it also implies useful improvement. Learning and knowledge are two terms that people used to confuse all the time because their uses are similar, but their concepts are totally different. Learning it's the process to acquire knowledge, while knowledge is "human faculty resulting from interpreted information". Nowadays, organizations are totally involved in the world of CHANGE, so their knowledge and their learning are very important to an enterprise development and performance. Therefore, all enterprises try to coach their employees to make them prepared for most of the changes made by the environmental sector to make the enterprise be more competitive and good performance.